PERLINDUNGAN HUKUM PERUSAHAAN JASA TENAGA KERJA DAN PEKERJA LOKAL DALAM WAKTU TERTENTU TERHADAP PERJANJIAN KERJA PADA PROYEK LNG TANGGUH DI ERA PANDEMI COVID-19

Abstract

Abstract

The existence of pandemics that hit various countries including Indonesia has affected the economy, trade, industry and employment. As a result of Covid-19, companies throughout Indonesia were affected, this included a change in the workforce system, so that many company employees were sent home even to termination of employment (termination of employment). The Covid-19 pandemic has caused changes to the work system in every company in the West Papua Region. This happens to companies that provide labor and contractor services, such as CSTC (PT. Cyoda, PT. Saipem, PT. Tripatra and PT. Sulu). Changes in the work system occur when the implementation of work at the Tangguh LNG work site in the Bintuni - Babo area, among others: (1) the application of employee working hours in a day is calculated as 10 hours, but in terms of wages, employees only count 7 hours of work, (2) underwent an off period of 14 days and a quarantine period (14 days, then the company does not provide wages and especially for the company that provides work (job provider services); (3) when the company has experienced an off period of 14 days and has been sent home for more than 1 (one ) months to wait to return to work and are not given wages by the employing company.Thus, there must be legal protection for workers in the form of a work agreement for a certain time or an agreement for an indefinite period of time. This type of research used in this research is normative legal research. The findings that can be obtained in this study include: First, the Manpower Law is the basis for determining wages for workers who carry out a Fixed-Time Work Agreement and an Indefinite Time Work Agreement, so that at the practical level there must be harmonization of regulations and fairness for workers. both as an employer and as a recipient of work as in the case of CSTC (PT. Cyoda, PT. Saipem, PT. Tripatra and PT. Sulu) regarding the implementation of the work system in the company. Even so, employers and employers must be held accountable for a company performance system in a state of force majure or error. Second, there is a conflict of legal norms in the formation of laws and regulations governing wages of labor, as well as guarantees of protection for workers as in the Manpower Act, the Job Creation Law, and the Regulation of the Minister of Manpower and Transmigration, as well as regulations beneath it.

Keywords: company; legal protection; labor

Abstrak

Adanya pendemi yang melanda diberbagai negara termasuk di Indonesia telah mempengaruhi perekonomian, perdagangan, perindustrian dan ketenagakerjaan. Akibat Covid-19, perusahaan-perusahaan di seluruh Indonesia terkena dampaknya, hal ini termasuk perubahan sistem tenaga kerja, sehingga banyak karyawan perusahaan dirumahkan bahkan sampai kepada pemutusan hubungan kerja (pemberhentian kerja). Pandemi Covid-19 menyebabkan perubahan sistem kerja di setiap perusahaan pada Kawasan Papua Barat. Hal ini terjadi pada perusahaan penyedia tenaga kerja dan jasa kontraktor, seperti CSTC (PT. Cyoda, PT. Saipem, PT. Tripatra dan PT. Sulu). Perubahan sistem kerja terjadi ketika pelaksanaan pekerjaan di lokasi kerja LNG Tangguh wilayah Bintuni – Babo, antara lain: (1) penerapan jam kerja karyawan dalam sehari dihitung 10 jam, namun dalam pengupahan kerja karyawan hanya dihitung 7 jam kerja, (2) selama karyawan telah mejalani masa off selama 14 hari dan masa karantina (14 hari, maka perusahaan tidak memberikan upah dan khususnya bagi perusahaan penyedia kerja (jasa penyedia kerja); (3) ketika perusahaan telah mengalami masa off selama 14 hari dan dirumahkankan selama lebih dari 1 (satu) bulan untuk menunggu kembali bekerja serta tidak diberikan upah oleh perusahaan pemberi kerja. Dengan demikian, harus ada perlindungan hukum terhadap tenaga kerja dalam suatu bentuk perjanjian kerja waktu tertentu maupun perjanjian kerja waktu tidak tertentu. Jenis penelitian yang digunakan dalam penelitian ini ialah penelitian hukum normatif. Hasil temuan yang dapat diperoleh dalam penelitian ini, antara lain: Pertama, Undang-Undang Ketenagakerjaan menjadi dasar penentuan pengupahan bagi tenaga kerja yang melakukan Perjanjian Kerja Waktu Tertentu maupun Perjanjian Kerja Waktu Tidak Tertentu, sehingga pada tataran praktik harus ada harmonisasi peraturan dan keadilan bagi pekerja baik sebagai pemberi kerja maupun penerima kerja seperti dalam kasus CSTC (PT. Cyoda, PT. Saipem, PT. Tripatra dan PT. Sulu) terhadap pelaksanaan sistem kerja pada perusahaan. Meskipun demikian, perusahaan pemberi kerja maupun penerima kerja harus dapat mempertanggungjawabkan atas suatu sistem kinerja perusahaan baik dalam keadaan force majure maupun kesalahan. Kedua, adanya konflik norma hukum pada suatu pembentukan peraturan perundang-undangan yang mengatur tentang pengupahan tenaga kerja, maupun jaminan perlindungan bagi tenaga kerja sebagaimana dalam Undang-Undang Ketenagakerjaan, Undang-Undang Cipta Kerja, maupun Peraturan Menteri Tenaga Kerja dan Transmigrasi, serta peraturan di bawahnya.